You can't ace your first 90 days if you can't get to day 1

Last week, I wrote about the first 90 days in a new senior HR role. That article resonated with a lot of you, but not for the reasons I expected. The message I heard most often was this: "That's great, Renee. But I can't ace my first 90 days if I can't get to day 1."

That’s a fair point. So, let's talk about how you get there.

Over the past few years, working with senior female HR leaders across Asia, I've updated my thinking on what an effective job search actually looks like. This is based on what I've seen work (and not work) with the women who've come through my Job Search Accelerator for Women in HR. I learn something new from every cohort.

The old model

I used to say there were three main channels for job searching: your network, headhunters/recruiters, and job boards. And I used to recommend spending 70% of your time networking, 20% on headhunter relationships, and 10% applying online.

That framework wasn't wrong, and it's still largely true. But something important was missing.

Why I updated the model

As AI has reshaped the job search landscape, standing out has become harder and more important at the same time. How do you differentiate yourself in a field of AI-generated resumes that all sound identical? How does your application rise to the top when companies are using AI to scan and shortlist before a human ever reads your name?

The answer is that you need to be known before you apply. And that means building your personal brand.

I now see personal branding as a fourth, standalone pillar in the job search. It’s not a nice-to-have or something to think about when you're between roles. It’s a genuine channel for creating opportunity.

The updated framework

Here's how I now recommend senior HR leaders allocate their job search time and energy:

• Networking: 60%

• Personal branding: 15%

• Headhunters and recruiters: 15%

• Job boards: 10%

What personal branding actually means

I know "personal branding" sounds like a big, vague concept. In practice, it just means being visible in your field beyond the walls of your own organization.

That can look like a lot of different things. Speaking as a panelist, moderator, or keynote at an industry event. Being a guest on a podcast. Serving as a judge for an HR award. And yes, sharing your perspective on LinkedIn. That last one doesn't have to mean writing long-form thought leadership pieces (though it can). It can be as simple as sharing an article about an HR trend that caught your attention, posting about an AI tool you just tested at work, or commenting thoughtfully on someone else's content.

To help get you started, ask yourself, “What am I doing every day in my HR role that others in the profession would find useful or interesting?” Start there.

The objection I hear most often

When I introduce personal branding as a job search strategy, I can almost predict the response. "I'm too shy." "I don't know how to do it effectively." "I feel uncomfortable promoting myself."

I hear you. These are real feelings, not excuses. And my answer is always the same. Build your brand before you need it.

Personal branding is a slow burn. It doesn't give you the same immediate hit of productivity that you get from submitting an online application or sending five LinkedIn connection requests. Those actions feel good in the moment because you can measure them. Your application was rejected, or you got a call for an interview. Three people accepted your connection requests.

Personal branding doesn't work like that. The returns are slower and harder to measure. But they compound over time. You stop being known only within your organization and start being recognized as a leader in HR more broadly. You become known for contributing to the profession.

That's the person headhunters think of when a client calls and says, "I need a shortlist of five CHRO candidates." Your name is on that list not because you applied, but because you were already known.

The traditional approach still works

Please don’t assume that I'm suggesting you stop applying online. Two of my current coaching clients started new roles this month. Both found their jobs the traditional way. They applied online, a recruiter called, they went through the interview process, and they got the offer.

So the conventional path absolutely still works. But having a strong personal brand makes every other channel more effective. When a headhunter looks you up after a conversation, your LinkedIn tells a story. When a hiring manager sees your name in an application, they already know who you are. When a networking contact passes your name along, the new contact has already heard of you.

Personal branding doesn't replace the other channels. It supports and amplifies all of them.

One more thing: the timing

The most common mistake I see is waiting until you're in active job search mode to start thinking about any of this.

By then, you're already behind. You're building your network while you need it, pitching yourself to headhunters while you're stressed, and trying to establish a personal brand while simultaneously managing a job search. That's a lot.

If you're reading this from a comfortable role -- employed, earning well, not urgently looking -- this is the best possible time to start. Even small, consistent actions build something real over time. A comment here. A post there. One speaking opportunity. One podcast conversation. None of it feels significant in the moment but all of it matters when the moment arrives.

Not sure where to start?

If you're not sure how your current job search strategy stacks up -- or if you want an honest, expert read on your resume, your LinkedIn profile, and your overall approach -- I can help.

I recently launched the HR Job Search Audit: a 90-minute 1:1 session where we go through everything together. You'll get real-time, candid feedback on what's working and what isn't, a personalized scorecard across five critical areas of your search, and a full recording of our session so you can revisit every recommendation.

You can book directly here: https://calendly.com/reneeconklinrchr/job-search-audit

I work with female senior leaders in Human Resources who feel stuck to help them love their work or find work they love. I write about:

👂 Executive & career coaching

📄 Career development and career transition

🎯 Job search strategy

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